Companies that use NPS in their marketing invariably apply it to their customers. That, after all, was what it was invented for.
But there’s an internal NPS as well – the rating of how many promoters your company has among your own employees. To wit: the number of people who answered “very likely” to the question, “Would you recommend this company to others as a place to work?”
Knowing your internal NPS is important because you want to create an environment where people want to work. That’s important not only for employee retention, but also for creating a culture of innovation. Employees who don’t really want to be there are not going to go that extra mile to create new ideas and solutions to your problems.
A good internal NPS is a statement of not just how well a company articulates its values, but how it lives them. Sometimes a company’s values are just words to stick in a brochure or website. But if your company’s values are real, it will be apparent in your internal NPS.
